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Equal Opportunities

Equal Opportunities Policy

Introduction
Dent Devils Ltd (the Company) believes that it is important to value all employees as individuals and to respect different personalities and strengths in order to gain a workforce that reflects both the equality & diversity of our customers.
True equality in the workplace will give Dent Devils Ltd employees a broad range of experience and understanding. This will be reflected in the quality of service that we can offer our clients and provide an environment where everybody feels valued, buy where their talents re being fully utilised and in which organisational goals are met.
We are committed to providing equality of opportunity to all employees and job applicants. This commitment also applies to the way in which Dent Devils Ltd recruitment services are offered to both our employees & external applicants.

Scope
The policy applies equally to all employees, viagra franchisees and / or assessment candidates within Dent Devils Ltd.

Purpose
Dent Devils Ltd?s aim is to develop a working environment in which any form of discrimination is known to be unacceptable and where individuals are confident to bring complaints without fear of victimisation. It is therefore our policy to ensure that no individual, ampoule either employee or job applicant receives less favourable treatment than another directly or indirectly on any grounds.
The purpose of this policy is to support this aim by ensuring that all our employees comply with all the legal requirements and understand the main points of the relevant legislation, in short to prevent discrimination within the Company.

Key principles:

  • Dent Devils Ltd will honour the spirit and the letter of relevant legislation.
  • No employee or job applicant will be treated less favourably than another on grounds of gender, marital status, sexual orientation, age, disability, race, colour, religion, ethnic or national origin or trade union involvement.
  • The only esseptable basis for decision making will be an objective assessment of merit and ability – whether in recruitment, promotion, training or any other aspect of employment.
  • Dent Devils Ltd will take prompt and effective action to deal with discrimination whenever it happens.
  • All employees should respect, as well as observe and comply with, the requirements of the policy; failure to do so will result in disciplinary action.
  • Dent Devils Ltd is committed to identifying and removing any barriers to equal employment opportunity through appropriate training and communication.
  • It is in Dent Devils Ltd?s interest to provide equal opportunities for training, development and promotion to all employees.
  • A copy of this Equal Opportunities Policy should be made available to all employees, on request.
  • Equal opportunities and employment law

As an employer we have a legal obligation to implement the provisions of a number of different pieces of legislation.
The principle sources of non-discrimination and equal treatment legislation are:

  • Sex Discrimination Act – gender, marital status, pregnancy, gender re-assignment
  • Race Relations Act – race, colour, ethnic or national origins
  • Disability Discrimination Act 1995 (DDA) – disability
  • Equal Pay Acts – pay and other terms of the contract of employment
  • Rehabilitation of Offenders Act 1974 – spent criminal convictions
  • Part Time Workers Directive – part time employees and their terms and conditions
  • Employment Equality (Sexual Orientation) Regulations 2003
  • Employment Equality (Religion or Belief) Regulations 2003
  • It is illegal to treat people less favourably because of their gender, marital status, racial origin, religion, sexual orientation and disability. Pending legislation will extend equal treatment to a person?s age.

Direct discrimination:
Happens when one individual is treated less favourably than another solely on the grounds that they belong to a particular group. For example excluding applicants for a job who are not white would be direct race discrimination.

Indirect discrimination:
Occurs when an apparently neutral provision, criterion or practice puts a person of a specific group at a particular disadvantage compared with others. This is more complex than the obvious direct discrimination and may be because of a conscious or unconscious form of bias. An example is when an advert requires applicants to be between the ages of 18 – 28, this means a considerably smaller proportion of women than men can apply, because women in that age band tend to have primary childcare responsibilities and consequently are not always economically active.

Victimisation:
Is treating a person less favourably than others because they have made a complaint about discrimination or harassment, or they have given evidence about such a complaint. In addition the Public Interest Disclosure Act 1998 states that the Company must not subject an individual to any detriment as a result of making a disclosure of malpractice.

Unlawful pressure:
This arises when a person puts pressure on another person to carry out an act of discrimination. This is contrary to the Company?s policy. If you feel you are being pressured into discriminating against an individual then this should be reported to your Line Manager or another senior manager.

Harassment:
Is behaviour that is unwelcome, offensive and unwanted by either the recipient and/or a witness to the conduct.

Disability Discrimination:
For the purpose of this policy „a disabled person„ as defined under the DDA is one who has a physical or mental impairment which has a substantial and long-term adverse affect on his/her ability to carry out normal day to day activities. In addition to the previous descriptions, discrimination would also occur if the Company fails to provide any necessary reasonable adjustments or if we provide lower standards of, or refuse, service and/or offer less favourable terms to disabled persons.

Responsibilities:
It is every employee?s obligation to comply with the Equal Opportunity policy. Whilst Dent Devils Ltd is responsible for the adoption, implementation and monitoring of related policies; each employee holds the responsibility to ensure that discrimination does not occur. It is the specific responsibility of all managers to ensure that this policy is fully implemented, whilst all employees should be aware of their responsibilities and the legal obligations that fall upon them and upon the Company.

All individuals have a duty of care to treat each other with respect and not to discriminate as defined above. Furthermore if any employee is witness to conduct which goes against the Equal Opportunities policy it is their responsibility to report this to their Line Manager in the first instance.
Failure to comply with the policy will result in disciplinary action; unlawful discrimination against any person will be regarded as gross misconduct and may result in summary dismissal. In certain circumstances, employees may be personally liable for a breach of the relevant legislation. An employee who discriminates against an applicant or a colleague is personally considered to have acted unlawfully and may have to appear before an Employment Tribunal should he or she be the subject of a complaint. It is therefore vital that all employees should be conversant with the Company?s policy, the requirements of the law and the consequences of acting improperly. By adhering to the Dent Devils Ltd?s established procedures and training methods, unintentional discrimination will be avoided.

Equal opportunities policy in practice

Recruitment

Selection Criteria
It is important to ensure that the selection criteria used are clear, relevant and objective. There should be no requirements or criteria that are unnecessary and may exclude applicants from any particular section of the population. For example insisting on a requirement of only UK educational qualifications and not including the overseas equivalent would be considered indirect Race Discrimination.

Advertising
It is unlawful to advertise in such a way as to indicate an intention to discriminate either directly or indirectly unless the advertisement falls within one of the exceptions under the legislation.

The wording of an advert is crucial; it is unlawful to use a job title that could be said to indicate an intention to discriminate, for example “waitress”, unless the advert explains that applicants are welcomed from both men and women. Likewise an advertisement that indicates that only a certain group of applicants will be considered could discriminate, for example wording that alludes to the employer?s reluctance to comply with the duty to make reasonable adjustments would be disability discrimination.
Avoid applying age limits in a way that is artificial or arbitrary, a restriction should only be imposed in instances when a manager can show reasonable justification. Advertisements should reflect the level of experience that is required rather than a “minimum? age limit.
In order to avoid indirect discrimination advertisements should not be confined to areas or media sources, which provide solely, or mainly, a source of applicants of a particular race or group.

Selection
Applicants will be selected for interview solely on the basis of their qualifications, skills and experience; each individual will be assessed according to his/her personal capability to carry out a given job. The criteria for short listing must be clearly established in advance and applied equally to all candidates.

Avoid making assumptions about an individual?s ability to do the job based on their gender or marital status, including if they have children
Pregnant candidates should be treated in exactly the same way as candidates who are not pregnant; to do otherwise is direct Sex Discrimination.
General assumptions must not be made that a person?s disability, for example, would disqualify them from carrying out certain kinds of work. Applicants with a disability, who meet the person specification for any job vacancy, should be considered fairly and fully on their abilities.
Interview questions must not be of a discriminatory nature and should not be irrelevant. For example you should avoid enquiries about an applicant?s domestic circumstances and family responsibilities.
When a job involves irregular or unsociable hours or travel, the full facts should be referred to in the recruitment literature; this will avoid asking potentially discriminatory questions at interview.
Where selection tests are used, they should correspond to the requirements of the job and apply equally to all applicants. If requested reasonable adjustments will be made to selection tests for candidates with disabilities.
You should keep a full record of interview notes for every candidate of questions asked and responses made. Under no circumstances should any record kept during the recruitment and selection process be marked in any manner as to cause discrimination
If a candidate makes a complaint of discrimination then they should be asked to explain how he/she believes they were discriminated against. Again ensure that notes are made of all conversations and kept on file. Do not at this stage express any opinion. The matter should then be raised with a senior manager of the Company.

Training and development

All our employees will be treated equally in the provision of training and development opportunities and selection will be against clearly defined criteria. Related decisions will be based on merit and the benefit to both the Company and the employee, not due to the individual?s personal circumstances.
Training will not be denied to employees because they have commitments outside of work that make it difficult for them to take advantage of those opportunities. Therefore, when assessing who can attend training/development course, employees who work part-time will be treated the same as full time employees.
Employees have a right to expect an explanation if they have not been granted a training or development opportunity. Any related decisions that have been taken on a discriminatory basis will not be tolerated and could lead to disciplinary action being taken against the manager concerned.

Induction training
Dent Devils Ltd believes that training plays a crucial role in promoting equal opportunities and eliminating discrimination. If a new employee has a disability, appropriate training will be considered for the Line Manager and the team in order to understand the nature of the disability and any adjustments that may be needed to the way people work together.

Promotion
It is in Dent Devils Ltd?s interest to provide an equal opportunity for promotion to all of our employees. Therefore managers should continually appraise the promotion potential of their team, giving due consideration to any special training and development needs an individual may require. All promotion decisions will be made in conjunction with objective and equally applied selection criteria.

Employment of people with disabilities
For employees or job applicants with disabilities, efforts will be made to provide “reasonable adjustments? to lessen any effects of the disability during recruitment and selection and to provide equality of opportunity,
It is advisable that candidates are asked, prior to interview, if they have specific requirements so that reasonable adjustments can be made in advance. In addition to any preparations that are made for interviews, attempts should be made to gain some prior knowledge of any disability that may have to be discussed.
At the interview any impairment should only be discussed objectively in relation to the job requirements. This should provide an opportunity for the applicant to describe any adjustments, for example adapted computer equipment, which may be required to undertake the role.
If necessary, managers should seek expert help in assessing disability and exploring possibilities for appropriate and practical adjustments. Contact your HR Advisor for sources of assistance and guidance.
Dent Devils Ltd will endeavour to help employees who became disabled during their working life and wherever possible will assist in their rehabilitation and training.

Access to Dent Devil Ltd properties
The Company will audit its premises on a regular basis in order to assess disability access. Where it is not possible to make changes to premises in the short term, alternative accessible venues will be identified that do not disadvantage the candidate.
Access requirements will be routinely determined prior to any applicant/client visits. Dent Devils Ltd will review its property portfolio with a view to migrating to accessible properties wherever it is appropriate to do so.

Reasonable adjustments
The Company will always consider what changes or „reasonable adjustments? they could make to the workplace, or to the way work is done, which would assist towards overcoming the effects of the disability.
Because of the diverse nature of disabilities it is very difficult to generalise about what adjustments could be considered reasonable therefore every case will be assessed individually, „Reasonable adjustments? could include actions such as allowing absence during working hours for treatment or arranging for individual training. Cost will be taken into account when deciding what is reasonable; there is no obligation on Dent Devils Ltd to make either the most expensive adjustment or the adjustment of the disabled person?s choice.
Line Managers should contact their HR Advisor for further advice on the recruitment and retention of disabled people.

Culture and Religious needs
Where employees have a cultural or religious need which may conflict with existing job requirements Dent Devils Ltd will consider if it is possible to vary or adapt those requirements. When considering such matters, managers must seek to balance the operational requirements of the business with the needs of the individual.

Monitoring
The Human Resources Department is responsible for monitoring and reviewing the
Equal Opportunities and all related policies.
The purpose of monitoring is to check that discrimination does not occur, either directly or indirectly in relation to all employee undertakings.
Procedure
Any employee, who fails to observe and comply with, the requirements of the policy will be subject to the Company?s disciplinary procedure. In situations where it is believed that discrimination has occurred, any complaint will be instigated initially through the following grievance procedure:
A formal written complaint should be made either to the Line Manager or the appropriate H R Advisor. This should include:

  • The nature of the alleged discrimination.
  • The other person/s involved in the alleged discrimination
  • Dates and times when the incident/s occurred
  • Names of any witness
  • Any supporting documentation that is relevant

The individual will be asked by their HR Advisor to provide a full statement in order that a formal investigation may be conducted.

Dent Devils Ltd recognises that it is often difficult for employees who make a formal complaint and your HR Department will provide you with support through out the investigation
All complaints will be handled promptly in a strictly confidential manner, unless the complainant agrees to information gathered being disclosed to aid the investigation. If the complaint proves valid, prompt disciplinary action will be taken to prevent the recurrence of any such discrimination.

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Get in Touch

Address: 1-2 Acorn Place,
Heckworth Close,
Severalls Business Park,
Colchester,
Essex,
CO4 9TQ

E-mail:
Sales: sales@dentdevils.co.uk
Telephone: +44 (0)1206 751536

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